How would you address...
Paige
153 Posts
I'm feeling a bit brain dead this afternoon...
We have an employee who is very disrespectful towards his supervisor. For example, when reviewing a financial statement he prepared, his supervisor pointed out an error. The employee said, “I didn’t do it." The supervisor said, “well who did it then?”
He said, “I don’t know and stop blaming me for everything. C’mon! This is small sh_t. I have bigger problems than to worry about small sh_t like this and I don’t care! That’s right, I don’t care.”
As it turns out, he did make the error. His reaction is similar to others he's had just recently. One more example...the supervisor had to remind the employee of proper dress code (wearing a tie) as he had not been doing it recently. The employee's response: "When it is hot at my desk – My comfort will come first."
So, we are going to counsel this employee regarding his disrespectful and inappropriate behavior towards his supervisor. Am I phrasing this correctly?
We have an employee who is very disrespectful towards his supervisor. For example, when reviewing a financial statement he prepared, his supervisor pointed out an error. The employee said, “I didn’t do it." The supervisor said, “well who did it then?”
He said, “I don’t know and stop blaming me for everything. C’mon! This is small sh_t. I have bigger problems than to worry about small sh_t like this and I don’t care! That’s right, I don’t care.”
As it turns out, he did make the error. His reaction is similar to others he's had just recently. One more example...the supervisor had to remind the employee of proper dress code (wearing a tie) as he had not been doing it recently. The employee's response: "When it is hot at my desk – My comfort will come first."
So, we are going to counsel this employee regarding his disrespectful and inappropriate behavior towards his supervisor. Am I phrasing this correctly?
Comments
I would suggest you do not let him get by with this again.
In your disciplinary writup, concentrate on and carefully point out:
1) What was done incorrectly or in violation.
2) What would have been correct or acceptable.
3) The consequence to the company of his errors.
4) The consequence to him of repeat behaviors.
Document, signatures, file.
Document, signatures, file.
Document, signatures, file.
Terminate.